Bring back any memories? Moms and Dads are famous for saying things over and over to their children. They say them so often that many of us hear them for the rest of our lives - even when Mom and Dad are miles away or no longer with us. Sayings like these when told to us over and over again become beliefs. Based on the outcomes we experienced, we learned to trust certain beliefs more and value them positively as well as disbelieve others and view these negatively.

For instance, you study really hard to ace a test or be number one in your class or become the expert at work. If you were rewarded for these accomplishments in the past, you would likely value continual lifelong learning. The more rewards you received for good grades or expertise, the more likely it is that you will value education and training in the future.

But let's say after accomplishing your goals, you were overlooked for a promotion or award. Others received the acknowledgements you felt you deserved. In your opinion, you felt they "earned' their rewards based on favoritism and politics. You might now have a very difficult time believing that knowledge leads to power, In fact, you might begin to judge learning and education very negatively. Instead you might come to believe it's every man for himself. You might also believe it's more important who you know and not what you know. And you might even consider advanced education as no more than the right to hang a piece of paper on the wall, and see no purpose for self- improvement and skill development.

Likewise if you believed that you didn't need to always follow your friends off the bridge, you might place a strong value on thinking and acting against the traditions. While some may value this entrepreneurish drive and non- conformity, others may detest them for pushing the limits and never resting for a minute. "Why can't they ever be happy with the way things are and leave well enough alone? Why do they always have to be changing things and trying to be number one"?

Individualists do not follow the crowd. Amazingly many of the same parents who challenged their kids to not follow the crowd are astonished and annoyed at the independent attitudes they assume as adults.

But an individualistic attitude is not a good thing or a bad thing. It is just one of several viewpoints. It, however, likely will affect how well an individual plays with or follows the lead of others. High individualistics need room to grow and career paths to advance. Individuals who value assign a lesser priority to individualism and more to values like Conceptual or Economic may value education and money as more prestigious than position.

Individual values are shaped by our beliefs. We may fight these parental tapes even as adults but they just won't go away. We've all heard statements as mentioned about and more like knowledge is power, a penny saved is a penny earned, beauty is only skin deep, it is better to give than receive, and work before pleasure, in helping us define how we ought or ought not to act. Some of us love them. Others hate them. Regardless we still hear them. These tapes are indelibly recorded forever and all we can do is choose to follow or ignore the advice.

As managers and like it or not, individuals bring these values to the workplace. You now begin to see that motivating employees is easier said than done - unless you understand how values drives behaviors. In other words, how values are business motivators.

Consultants and trainers attempt to change behaviors through training. What is driving these behaviors are the values - beliefs well entrenched in our minds and actions. Without understanding individual values, you might find it easier convincing a pig to fly.

Start hiring the best and stop messing with the rest. Learn how to assess employees for motivation and values. Contact us today for a free report.

Tip No 5. Use Only Non-Clinical Tests
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This is the 5th of 5 Tips for Setting "A Hire Standard".

There is a significant difference between clinically oriented psychological assessments that measure such thing as intelligence, depression, schizophrenia, bipolar disorders and the like and those that are specifically developed by professional test specialists (psychometricians and industrial/organizational psychologists) for a particular business or industrial use.

Clinically oriented psychological assessments are medical in nature and the information obtained potentially violates the Americans with Disabilities Act, which states that employers "shall not conduct a medical examination or make inquiries as to whether such applicant is an individual with a disability or as to the nature and severity of such disability."

The information contained in many non-employer- specific, clinical assessments also is dangerous because such tests often ask for personal information, which may be construed as violating a candidate's right to privacy.

To read about Tips #1 through #4:

For Tips #1, 2, 3, and 4 see previous issues of the TotalView:

Source: A Hire Standard, HR Magazine, July 2003

Click here to receive your free copy of "Testing and Assesment: An Employer's Guide to Good Practices".

Get certified now and save $500! CriteriaOne training - September 4-6, 2003
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The best reasons to attend come from past participants.

"Light years ahead of the competition" says one CriteriaOne participant.

"A must for anyone interested in lowering turnover and improving productivity."

I thoroughly enjoyed the time spent at your seminar along with meeting other end users of your products. As a part time user of the TotalView product the reinforcement training I receive is always useful. Here at UGI Utilities, Electric Division we are a believer in the product as one of the tools useful in finding the right fit when selecting an employee. The TotalView product provides much more information about a potential candidate than you can ever obtain from reviewing a resume or conducting lengthy interviews.

D.L. UGI Utilities, Electric Division

Rarely do I spend time, miles and money on a workshop that provides information that is practical and useful a month and a half later. Often times I am so pumped up during the training and I am eager to return home to apply the techniques or skills only to learn that the information cannot be easily intergrated into our system or it is too costly to implement. The techniques and information I received through CriterionOne training is economically feasible and is a great fit for our system of operations. Ira, I appreciate your willingness to impart your knowledge to others and to serve as a resource to participants following the workshop. I wish you continued success.

L.A., The Durham (NC) Center

The opportunity to experience the assessments and then go through your review, in depth, gave me a better understanding of each of the tools and how they tie together. In addition, your program provides an excellent overview of many assessment tools, and their uses (and misuses!) With this background, (and the tools) I can more effectively assist our staff as they construct their personal development plans.

N.S., Department of Finance Training Administrator

Register before August 15 and save $500 off our registration fee for our next CriteriaOne Train-the- trainer workshop to be held on September 4-5-6, 2003 in Lancaster PA.

Register more than one from each company and save over 50%. Attendance is limited to 10!

Become certified in CriteriaOne: The Whole Person Approach. Cllick here. Please indicate the best time and day to contact you.

New Articles! "Ethics. Here's What You Think"
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New! July 2003 - "Ethical? Here's What You Think"

How uncanny? On the eve of the release of our "Report on Integrity and Ethics", the longtime chairman and CEO of Freddie Mac, the president and COO, and the CFO were asked to step aside. Why?

June 2003 - "See Jack Run"

Costly Turnover verses expensive mistakes are the dilemma of an HR executive who undervalues general skills.

May 2003 - "C-ing is believing!"

Style shock shouldn't cause business culture shock. What matters is whether a job is done effectively, not how.

Click here to read more Business2Business articles.

Read 25 Trends that will change the way you do business. Don't miss Trend #16.
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>From e-mail to health care, and from artificial intelligence to the end of HR as we know it, here are forecasts of how different the world of workforce management will be 10 years from now.

25 Trends That Will Change The Way You Do Business

The Manager's Pocket Guide to Emotional Intelligence
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One of the keys to becoming a true leader is emotional intelligence. Emotional intelligence quotient (or EQ) encompasses qualities that go beyond general intellectual intelligence and technical competency.

EQ includes self-awareness, self-control, self-confidence, motivation, empathy, and competencies in the social environment. These hallmarks of a true leader can be learned.

The activities in this guide will help strengthen the reader's EQ skills, resulting in a more successful career and a more satisfying life.

Order Emotional Intelligence today! Call us for volume discounts.

Stop Guessing, Start Knowing - August 20, 2003 at The Lancaster Chamber
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How to Accurately Assess Personality and Competence

One-day only - August 20, 2003 at The Lancaster Chamber.

Tuition is FREE for Chambers members and $20 for non-members.

Registration is limited to the first 20.

Don't wait one minute longer to register for Stop Guessing, Start Knowing - How to Accurately Assess Personality and Competencies. Stop Guessing, Start Knowing was sold out in Atlanta and Lancaster.

Register today for Stop Guessing, Start Knowing.

50 Activities for Promoting Ethics within the Organization
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